Mannix, Elizabeth A.

Vice Provost Equity/Inclusion

affiliations

head of

faculty appointment in

administrative appointment

other Cornell affiliations

research

research and scholarship focus

  • Knowledge Sharing in Virtual Teams
  • Effectiveness of Different Influence Strategies in Diverse Teams
  • Monograph Covering the Multi-Faceted Effects of Diversity in Organizational Teams

teaching

teaching focus

  • Leadership
  • Organizational Change
  • Effective Use of Power and Influence

background

educational background

  • Ph.D., (Social & Organizational Psychology), University of Chicago, 1989
  • B.A., (Psychology, with honors), Roosevelt University, 1983

professional background

  • 2007 - Ann Whitney Olin Professor of Management, JGSM, Cornell University
  • 2005 - Director, Institute for the Social Sciences, Cornell University
  • 2003 - 2007 Professor of Management & Organizations, JGSM, Cornell University
  • 1999-2003 Associate Professor of Management, JGSM, Cornell University.
  • 1995-1999 Associate Professor, Graduate School of Business, Columbia University
  • 1993-1995 Associate Professor, Graduate School of Business, The University of Chicago
  • 1989-1993 Assistant Professor, Graduate School of Business, The University of Chicago
  • 1986-1989 Research Associate, DRRC, Kellogg Graduate School of Management

awards and distinctions

  • Society of Organizational Behavior (fellow)
  • Globe Award for Excellence in Teaching (Executive MBA, 2001)
  • Clifford H. Whitcomb Faculty Fellow, Johnson Graduate School of Management (2000-1).
  • Johnson Graduate School of Management “4.5 Club,” Recognition for Excellence in Teaching (2000 – current)
  • Eugene Lang Junior Faculty Research Fellowship, Columbia Business School, (1998).
  • CIBE Grant, The Culture on Negotiation Process and Outcome: I and II, with Y. Chen, (1996 & 1997).
  • Visiting Scholar, Dispute Resolution Research Center, Kellogg Graduate School of Management, 1995-96.
  • IBM Scholar & FMC Scholar, University of Chicago, Graduate School of Business (1991-2 & 1993-4)
  • Best Paper, Academy of Management, Conflict Management Division, 1989.
  • Dispute Resolution Research Center Grant, Kellogg Graduate School of Management, Coalitions in the Organizational Context: A Social
  • Dilemmas Perspective, (1998-9).
  • National Institute for Dispute Resolution Grant, Integrative Agreements in Small Group Decision Making, (1987-8).
  • Dispute Resolution Research Center Grant, Kellogg Graduate School of Management, Negotiation and Matching Processes in Quasi-Markets, with Harris Sondak and Max Bazerman, (1987-8).
  • Dispute Resolution Research Center Grant, Kellogg Graduate School of Management, Integrative Agreements in Small Groups, with Leigh Thompson, (1986-7).

publications

selected publications

  • Jackson, K. Peterson, R., Mannix, E., and Trochim, W., "Conflict resolution strategies in autonomous work groups: Identifying process indicators associated with group viability", Cornell working paper.
  • Proell, C., Mannix, E., and Cabrera, S. "The price of power: When too much autonomy decreases self-perceptions of power", Cornell working paper.
  • Mannix, E. and Sauer, S. (2006). "Status and Power in Organizational Group Research: Acknowledging the Pervasiveness of Hierarchy." In S. Thye & E. Lawler (Eds.) Advances in Group Processes: Social Psychology of the Workplace (23), p. 149-182.
  • Mannix, E., Neale, M., and Tenbrunsel, A. (Eds.). (2006). Research on Managing Groups and Teams: Ethics in Groups, vol 8. Oxford, UK: Elsevier Science Press.
  • Mannix, E. and Neale, M (2005). "What differences make a difference? The promise and reality of diverse teams in organizations." Psychology in the Public Interest, 6(2), 31-55. (Abbreviated version reprinted in Scientific American, August, 2006, 32-40).
  • Neale, M., Mannix, E., and Thomas-Hunt, M. (Eds.) (2005). Research on Managing Groups and Teams: Status and Groups, vol 7. Oxford, UK: Elsevier Science Press.
  • Wageman, R. and Mannix, E. "The Effects of Individual Power Use on Team Process & Performance: Evidence from Field & Lab", Cornell working paper.
  • Mannix, E. A., M. Neale, M., and S. Blount-Lyon, Eds. (2004). Research in Managing Groups and Teams: Temporal Issues. Oxford: Elsevier Science Press.
  • Lovaglia, M., Mannix, E., Samuelson, C., Sell, J., & Wilson, R. (2004). "Conflict, power and status in groups." In M. S. Poole & A. B. Hollingshead (Eds). Theories of Small Groups: Interdisciplinary Perspectives. Sage Publications: Thousand Oaks, CA.
  • Mannix, E. and K. A. Jehn (2004). "Let's Storm and Norm, but Not Right Now: Investigating Models of Group Development and Performance" in Research on Managing Groups and Teams: Temporal Issues. Oxford: Elsevier Science Press. 6.
  • Phillips, K., E. Mannix, M. Neale and D. H. Gruenfeld (2004). "Diverse Groups and Information Sharing: The Effects of Congruent Ties." Journal of Experimental Social Psychology 40: 497-510.
  • Sell, J., M. Lovaglia, E. Mannix, C. Samuelson and R. Wilson (2004). "Investigating Conflict, Power, and Status within and among Groups." Small Group Research 35(1): 44-72.
  • Bayazit, M. and E. Mannix (2003). "Should I Stay or Should I Go? Predicting Team Members' Intent to Remain in the Team." Small Group Research 34(3): 290-321.
  • Chen, Y. R., E. A. Mannix and T. Okumura (2003). "The Importance of Who You Meet: Effects of Self- Versus Other- Concerns among Negotiators in the United States, the People's Republic of China, and Japan." Journal of Experimental Social Psychology 39(1): 1-15.
  • Griffith, T., E. Mannix and M. Neale (2003). "Conflict & Virtual Teams" in Virtual Teams That Work: Creating Conditions For Virtual Team Effectiveness. C. B. Gibson and S. G. Cohen, Eds. San Francisco, Jossey-Bass.

speaker at Cornell event

Keywords: mannix, beta